CC Resolution 10551
RESOLUTION NO.
10551
A RESOLUTION AMENDING THE COMPENSATION AND WORKING CONDITIONS FOR
EMPLOYEES IN CONFIDENTIAL CLASSES AS DEFINED IN RESOLUTION 10016 AND
AS DESIGNATED IN RESOLUTION 8553
WHEREAS, the provisions of Title 4, Section 36506 of the Government Code of the State of
California provide that the salaries of employees of General Law cities may be fixed or
increased by resolution; and
WHEREAS, Title 2, Section 2.16.020 of the Campbell Municipal Code provides that the City
Council may, from time to time, by resolution, change the compensation of employees of
said City, and may, by resolution, adopt salary and wage scales; and
WHEREAS, Title 2, Section 2.12.030(7) of the Campbell Municipal Code requires the City
Manager to prepare and submit an annual salary plan to the City Council for its approval;
and
WHEREAS, the City Council and the City of Campbell desires to adopt such salary
increases and approve benefit and working condition amendments.
NOW, THEREFORE, BE IT RESOLVED that the City Council does approve and ratify the
Amendments attached hereto, and made a part hereof.
BE IT FURTHER RESOLVED that all other supplemental benefits and working conditions
shall remain as previously established and that the provisions of this Resolution shall be in
effect from July 1, 2005 through June 30, 2007, unless otherwise denoted in any provision
in this Resolution.
PASSED AND ADOPTED, this
2nd
day of August, 2005 by the following roll call vote:
AYES:
Councilmembers: Burr, Hernandez, Furtado, Watson, Kennedy
NOES:
Councilmembers: None
ABSENT:
Councilmembers: None
APPROVED:
ATTEST:
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Confidential Resolution
July 2005-June 2007
I. COMPENSATION ADJUSTMENTS FOR CONFIDENTIAL EMPLOYEES
A.
Effective the first pay period containing July 1, 2005, salary ranges shall be
increased by zero (0%).
B.
A salary adjustment based on Consumer Price Index (CPI) for Urban Wage
Earners and Clerical Workers for San Francisco, Oakland, San Jose (Bay Area)
for the February 2006 period will be made effective the first day of the pay period
in which July 1, 2006 occurs, providing said salary adjustment is not less than
one percent (1%) and not more than three percent (3%).
II. OTHER PROVISIONS APPLICABLE TO CONFIDENTIAL EMPLOYEES
A.
Health Insurance Contribution
January 2006
Effective January 2006, the City will provide a maximum of $64.60 per month for
health insurance and $645.40 per month in an additional Section 125 allotment
for health and other optional benefits ($710 per month total). Any unused portion
of the allotment will be rebated to the employee.
January 2007
Effective January 2007, the City will provide a maximum of $80.80 per month for
health insurance and $729.20 per month in an additional Section 125 allotment
for health and other optional benefits ($810 per month total). Any unused portion
of the allotment will be rebated to the employee.
B.
Benefit Cost Adjustments
July 1. 2005
The City will be responsible for the increase to the PERS employer contribution
rate on the PERS plan in effect July 1,2005. The current rate is 7.671 %; the rate
as of July 1, 2005 is 12.302%.
The City will provide $132.94 per month for the current dental coverage,
including an annual maximum per patient benefit of $2,000, and orthodontia
coverage with a $2,000 per patient lifetime (increase of $9.68 per month).
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Confidential Resolution
July 2005-June 2007
The City will provide $15.50 per month for $50,000 life and AD& D insurance
plan.
The City will continue to provide $5.95 per month for the Employee Assistance
Program.
The City will provide a maximum of $49.50 per month for Long Term Disability
Insurance. The maximum benefit is $3,000 per month.
The City will continue to provide $23.89 per month for vision service plan
coverage.
July 1. 2006
The City will be responsible for any increase to the PERS employer contribution
rate.
The City will be responsible for any increase in monthly contribution to provide
the current dental plan.
The City will be responsible for any increase to the monthly Employee Assistance
Program cost.
The City will be responsible for any increase in the life insurance monthly cost.
The City will be responsible for any increase in the current long term disability
plan.
The City will be responsible for any increase in the current vision plan.
C.
Deferred Compensation
Effective July 2005, the City will continue to contribute $55.00 per pay period to
each Confidential employee's ICMA Deferred Compensation Account.
D.
Retiree Award Proqram
The City will continue the existing Retiree Award Program based on the following
criteria and features effective July 2005:
.
Minimum retirement age of 50 and retired from the City of Campbell.
.
Bills must be submitted to the City in January and July of each year for
reimbursement for the prior six months' costs.
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Confidential Resolution
July 2005-June 2007
.
Award will not exceed cost for medical coverage for the retiree only (not
dependents) on a reimbursement basis as follows:
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For employees who have completed at least 17 years of service
with the City of Campbell, award will be a maximum $220 per
month.
.
Effective January 2006, the maximum reimbursement will be increased to
$250 per month. All other provisions of the Retiree Award Program will
remain unchanged.
III. PERSONNEL RULES AND REGULATIONS MODIFICATIONS
A.
Workinq Out-of-Class Pay - Confidential Employees and
Represented by Campbell Municipal Employees Association
Employees
The City agrees to amend Personnel Rules and Regulations Section 17.25 as
follows:
Working out-of-class pay will be paid to employees when temporarily assigned to
fill a regular budgeted position above their regular classification, which has been
vacated due to termination, promotion, leave of absence, vacation, or scheduled
sick leave for a minimum of eight hours. The employee will receive the first step
of the higher classification or a minimum of 5% within the higher classification
salary range and must meet the minimum qualifications of the position. 9/80
schedule or the need to cover the alternating weeks' days off will be excluded
from working higher class compensation per Administrative Policy. Written
authorization to work in a higher classification will be required in the form of a
Personnel Transaction by the Department Head.
B.
Compensation for Unused Sick Leave
Personnel Rules and Regulations 16.11 will be amended as follows:
Upon termination, retirement, or death of an employee, the City shall pay for
unused sick leave as follows:
5 years completed through 10 years completed
service:
20% at terminal pay rate
Start of year 11 through completion of year 15:
30% at terminal pay rate
Start of year 16 through completion of year 20:
40% at terminal pay rate
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Confidential Resolution
July 2005-June 2007
Start of year 21 and thereafter:
50% at terminal pay rate
C.
Compensatory Time
Personnel Rules and Regulations Section 16.23 B3) will be amended as follows:
B. The maximum accumulation of compensatory time is as follows:
3. For Confidential employees, compensatory time shall not be
allowed to accumulate in excess of 100 hours. Any compensation
time earned exceeding maximum accrual hours will be paid in
cash at the rate of time and one-half. An employee may exercise
his/her option two times each calendar year to convert any or all
accumulated compensatory time to cash.
D.
Holidays- Section 16.21
Four (4) hours of holiday pay for December 24th (Christmas Eve).
Personnel Rules and Requlations Section 16.1 & 16.3 will be amended as
follows:
E.
16.1 Purpose of Annual Vacation Leave: The purpose of annual vacation leave is
to enable each eligible employee to return to his work mentally refreshed. All
employees shall be entitled to annual vacation leave with pay except the
following:
A. Employees who work on a provisional basis, temporary basis, and
all employees who work less than 1040 hours a year.
16.3 Use of Vacation in Lieu of Sick Leave: Accrued vacation leave may be used
in lieu of sick leave, when the accrued sick leave of an employee is not enough
to provide leave with pay during an illness. Such use of vacation time as sick
leave shall be computed on the basis of one sick day leave equaling one working
day of vacation.
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